In May 2016, as part of an overarching rule to improve tracking of workplace injuries, OSHA dropped a proverbial bombshell by overtly implying that employers should not have blanket policies requiring post-accident drug testing.

Your recruiter has scoured scores of resumes to find the perfect candidate, phone screened and met in person the best of the lot, and now all that’s left is to bring the most qualified job seekers in for an interview with you, the hiring manager.

You can almost see the finish line and look forward to learning exactly how the candidate will contribute to your company’s success.

And here’s where things can go south.

Take it from seasoned recruiters: Hiring Managers can turn off an in-demand job candidate with even the slightest negatively-perceived detail and possibly lose a superstar.

As businesses become comfortable using the Internet to handle a variety of support functions, a surprising number and diverse sorts of “Do-It-Yourself” services have become available, including “Do-It-Yourself” (DIY) online background checks.

While seemingly simple and affordable, such services present potential risks that could pose a threat to a businesses’ brand.

Here’s a brief list of considerations that could serve as a litmus test as to whether a DIY background check service or a more-conventional Consumer Reporting Agency (CRA) is the best choice for you.